Monetary Policies in India

Monetary Policies in India Rationale The exit of monetary policy improves the economic performance. According to Damji (2012), India implements monetary policy in order to ensure the price stability in the country and to maintains sufficient flow of credit to the productive sectors of the economy. Other than that, the monetary policy can promote economic growth and balance of payment equilibrium. In addition, India uses monetary policy because of the reason to insure the unemployment in the economy is low and the income distribution among the employees is equal. The formulating and implementing of monetary policy is responsible by Reserve Bank India. By implementing monetary policy, the Reserve Bank of India can increase and decrease the supply of currency, the rise and fall of interest rate, carry out open market operations for purchase and sell of bonds, control credit and change the reserve requirements. Reserve bank of India implements both the expansionary monetary policy and contractionary policy throughout the la st decade. Among the objectives, the two main concern a country’s implements monetary policy is to promote a rapid economic growth and maintain price stability. But, that is a tradeoff between the 2 broad objectives which are price stability and economic growth. If a country’s implements monetary tightened, in consequence will caused the growth oppressed at the beginning.(Michaer 2010)However , the current framework of monetary policy can be indicate as augmented multiple indicators approach because the models feed into the growth and inflation projection. The monetary policy tools in India mainly involved the open market operation, statutory liquidity ratio (SLR) and cash reserve ratio (CRR). By implements expansionary monetary policy, India can sustain economic growth. Increase in money supply will shift the money supply curve to the right lead to a lower interest rate, a lower interest rate will result in lower cost of borrowing in which increase the consumption and investment in the economic. The increase in consumption and investment will cause the aggregate demand curve shift rightward, in the end the price level and aggregate output increased. The increased in investment speed up the output; thus, decreased the unemployment rate in India. Other than that, the reason India implements and adopts monetary policy is to insure that there would be enough credit supply to different sectors of economy. However the rising volume of credit may cause the level of inflation increasing. As a result, India thinks that the expansion of the credit might be liable in this case. But the main factor causing the high inflation is due to the supply bottlenecks. In turns, the credit expansion is useful as it can help the small scale industries and agricultures sector to help their credit situation by making an arrangement of credit supply. Besides that, since 1997, India has a view to renaissance the investment in the country. (Palle Andersen and Ramon Moreno 2005 page164) Therefore, monetary policy in India has emphasize that there would be sufficient liquidity with low and flexible interest rate. The step is easy by cutting down the Bank rate, LAF rates and the CRR .However; they must make sure the stability of macroeconomic and financial system. By improving the operational efficacy of monetary policy, reserve bank of india can develop into a technological and institutional infrastructure. In year 2012-2013, India faces considerable stress in liquidity condition due to the large amount of government cash balances maintained with the reserve bank, increase in the demand for currency, intervention in the foreign exchange market and the discrepancy between the credit off-take and deposit mobilization. Reserve bank of India cuts SLR(Statutory liquidity ratio) by 100bps in order to improve the credit and liquidity condit ions in August 2012.Between,the CRR reduce by 75 bps in September 2012.In june 2014,reserve bank India also reduce the SLR by 50bps in order to let out Rs 39000 crore of liquidity for banks.(Shetty,2014) ,The improvement in the liquidity condition in India is by the outright of open market operations. As refer to Reserve Bank India, during year 2012-2013,1.5 trillion of bonds and shares was carried out. Besides that, monetary increased the employment in a country and reduce the inequality in income and wealth. People argue that the equal in income distribution is the role of fiscal policy but economist believes that monetary policy can serve as a supplementary role to maintaining this equality. By expansionary monetary policy, which increase the credit supply could help in creating more jobs. The reserve bank of India can demand the commercial banks with the goal to enhance credit flow to employment intensive sectors such as agriculture, micro and small enterprises, as well as for affordable housing and education loans by instruct the percentage of its loans portfolios to priority areas without restriction. (Bhattacharyya, 2012) page 8.In India, the social class are normally classify into two classes, rich and poor . Rich class is said to take and advantage of the poor class. So, it’s important for India to implements the monetary policy to reduce such inequalities. The major concern of India is the inflation is rising, mainly of food items. As a result to ensure a financial stability is the most important consideration in the implements and adoptions of monetary policy. Price continuously rising during year 2005-2006 , the annual average rate of inflation stood at 4.4 per cent, increased to 5.5 per cent during year 2006-2007.In year 2008, the financial crisis ,the inflation rate went up to 12.6 per cent, which is very high due to the overheating of the economy.(Damji,2012) During the financial crisis, Reserve bank of India implements contractiondary monetary policy in order to maintain the price stability and to stabilize the inflation .By decreased the money supply, the interest rate moved up lead to the higher cost of borrowing would caused the consumption and investment to drop. As consumption and investment is the components of aggregate expenditure therefore will caused the aggregate demand curve to decrease, result in a decrease in the pr ice level and lower down the inflation rate. However, Reserve Bank of India will prevent the price rise by implements monetary policy only when the price in the economy is out of control. (Damji,2012) To maintain price stability meant that to ensure that there are not too high inflation or deflation which caused by the drop in output of inefficient of the allocation of resources. It is a low or stable inflation. (Mohanty 2010) The objective of monetary policy in India is to increase the rate of capital formation which speeds up the rate of economic growth. In order to increase the rate of capital formation, the Reserve Bank of India implements contractionary policy to encourage saving ,By implements contractionary monetary policy will lead to a rise in interest rate .The cost of borrowing is high, thus the demand of money would drop, Therefore by this policy the Reserve bank of India not only encourage people in saving as well as reduce the spending in the market which might lead to increase in price level in the economic. With the aim to maintaining a stability of the national currency, Reserve bank of India implements contractionary monetary policy to tighten liquidity in order to support rupee which had depreciate. (PTI, 2013)In year 2013, Reserve bank of India decreased the LAF(liquidity adjustment facility) from 1 percent of the total deposits to 0.5 percent each bank. As a result, the borrowed funds from the reserve bank of India being restricted. Besides decrease the LAF, another method is the reserve bank of India has required the banks to have a high average CRR (cash reserve ratio) of 99 % which beyond the earlier of 70%. In addition, this would lead to a raised of short term interest rates and the bank are now announced to sell government securities in order to raised core from open market operations. *Monetary policy in India endeavours to maintain a judicious balance between price stability, economic growth and financial stability.

Personal Reflection OJT Experience Essay

Coca-Cola FEMSA Philippines Inc. Company Profile / Brief History Coca-Cola Femsa Philippines, Inc. offers distribution and bottling services for soft drinks. It distributes soft drinks, bottled water, and juices, with outstanding brands, such as: Coca-Cola, Coca-Cola Light, Coca-Cola Zero, Lift, Powerade, Real Leaf, Royal Tru, Samurai, Sprite, and the bottled water brands Viva and Wilkins. The company was formerly known as Coca-Cola Bottlers Philippines, Inc. and changed its name to Coca-Cola Femsa Philippines, Inc. in January 2013. The company was founded in 1981 and is based in Makati City, the Philippines. As of January 24, 2013, Coca-Cola Femsa Philippines, Inc. operates as a subsidiary of Coca-Cola FEMSA S.A.B de C.V. Read more:  OJT Experience Essay Coca-Cola FEMSA, a subsidiary of FEMSA, is the largest public bottler of Coca-Cola products in the world in terms of sales volume, accounting for one out of every ten Coca- Cola products sold globally. Founded in Mexico in 1890, FEMSA has grown from a regional brewery that started operations with just 72 employees to one of the leading companies in Latin America with presence in nine countries and in the Philippines. Today, FEMSA employs over 170,000 people. In the face of a complex, competitive, and changing world, FEMSA profitably manages its business to meet the demands of an ever-growing, ever-evolving pool of customers and consumers. Mission / Vision Statement The mission statement of the Coca-Cola FEMSA is â€Å"To satisfy and please beverage consumers with excellence.† The vision statement of the Coca-Cola FEMSA is â€Å"To be the best bottler in the world, recognized for its excellent operations and the quality of its people.† Organizational Chart Roles and Responsibilities Names and titles/positions of the employees in my department (include their roles in the organization) Dennis Bunoan – Operations Executive He is the head of our department. His overall job is to supervise the other employees and coordinate all the work done inside the office. Since he is the head, he is the one who approves requests and other matters. Richard Guamos – Warehouse Supervisor He leads a team of workers who receive and record new stock as it comes in, and move stock onto trucks or store shelves as needed. He is the one in charge to supervise, evaluate and train new employees assigned to warehouse. Victor Carreon – Warehouse Supervisor He is in charge to supervise receipt of all shipments. He also evaluates complaints received on shipments of equipment and supplies and take appropriate actions. Rogelio Pamintuan – Warehouse Supervisor He directs and maintains a safety program for all employees assigned to warehouse. He operates tools, equipment, and machinery according to prescribed safety procedures. He also corrects unsafe conditions in work area and report any conditions that are not correctable to higher ups immediately. Carlo Roel Pacis – Warehouse Coordinator / Operations He coordinates the movements of goods from the plant warehouse up to the point of sale. He manage and prepares all documents related to shipping. He also monitors and assists the loading and unloading of merchandise inside the plant. William Nuqui – Settlement Analyst His main task is to settle every transactions especially those goods coming in and out of the plant. If there were some clarifications and corrections on the transactions (e.g, returned Purchase Order) he is the one who settle such problem. My Duties and Responsibilities (include the summary of the activities done in the office) One of my duties is encoding information to the computer or database. I was also tasked to file or sort some important documents that are going to be submitted to the higher ups. Furthermore, I was also asked to troubleshoot a certain problem in one of their computer. Lastly, I was asked if I could recommend any hardware upgrade for one of my office mate. An Evaluation of my Training Describe your work environment I was assigned in operations department. Despite being one of the busiest department of the company, the ambiance inside the office is good. Our officemate are very friendly and easy to go with so I never had a hard time working in my new environment. Although lots of paper works are coming inside our office everyday especially those documents related to shipping of goods, the employee manages to maintain the good ambiance inside the room. The office is cooled by two air-condition unit since the office has a lot of  computers. Describe the different office equipment / devices in your department There are a lot of computers in our office. Their brand are mostly dell and their operating system is Windows 7. They use radio communication system in order to communicate with other people since the company is big. Identify and describe the learning experiences / skills acquired during your practicum I learned a lot of things during my stay in the company. The task that were given to me improved my skills significantly. My communication skills was enhanced because of how I communicate with my fellow office mates. My typing and Microsoft office skills were also enhanced since the task that were given to me is where it is focused. What were the challenges/problems had you encountered during your practicum and did you solve them? There is one time that I had to rush some paperwork since I was told that they had to pass it as soon as possible. With my typing skills, I was able to finish the work on time. I also had a problem with the usage of the program that they were using since it’s slightly complicated to use. Do you prefer to work alone or with a team? I prefer to work with a team. Being an intern in this company made me realize that working in a team will make the work faster and more convenient. For example you are confused with what you are doing, you can always ask for your teammates’ suggestions or assistance on that particular matter. In that way you can surely produce an effective output. 5 Photos taken in the workplace with short description Inside the Coca-Cola FEMSA plant. Inside our office. This is where I usually do my work. My desk after filing and sorting of documents The pile of papers with information that I have to encode in the computer Encoding data on MS Excel Observed Organizational Values Interpersonal Relationships / Working relationship with co-workers They respect the hierarchy of authority when it comes to work. They know where and to whom they should report any issues concerning them. When it comes in dealing with officemates, everyone treats each other equally regardless of their position. They respect everyone. Those who belong to the top management don’t use their position to take advantage from those who belong to the lower position. Teamwork Coca-Cola FEMSA is a big company, so everyone must contribute to the success of the company. Different workloads are given to different employees. Sometimes it is hard to accomplish the task given, luckily, employees are helpful and kind. They help each other as long as they can even if it is already beyond their job. They practice working as a team inside the office because they believe that two heads are really better than one. By doing so, employees can produce an effective and efficient output. Quality of Service Delivered Coca-Cola FEMSA San Fernando Plant has been in the business for more than 30 years now. For me, they own their success not just to their hardworking employees, but also to the quality of service they delivered to their market. They make sure that every time a customer purchase their products, they will be satisfied. By seeing this, I learned that quality of service is really an important tool in achieving success, especially in a real working environment. Attendance / Punctuality The company is very strict when it comes to attendance and punctuality  because employees are being paid based on their working hours. The gate near the guard house where the employees sign in and out is protected by a CCTV camera to make sure that employees’ time in and out is accurate. Coming on office beyond the official time-in is a deduction on their salary. For emergency absences, the company is very considerate as long as the reason for being absent is valid. For us interns, they implemented the same rule to prepare us for future employment. Personal Grooming The company wants to maintain decency anywhere inside the plant. Employees, especially ladies, are not required to wear make up to look presentable unlike other company. As long as they wear the proper uniform and practice good hygiene, they are free to enter the plant. This rule also applies to the interns. The only difference is we can chose whether to wear our school uniform or to wear decent civilian attire.

The Good, the Bad and Education Argumentative Essay Topics

The Good, the Bad and Education Argumentative Essay Topics The Importance of Education Argumentative Essay Topics One of the absolute most important things to understand before picking a topic in which you wish to write about is that you better pick a matter that you're comfortable in addressing with conviction. It's important to understand that essay topics are just basic ideas that leave you pondering a notion that might be a huge deal to somebody else. A great topic will ensure it is simpler to pursue the purpose of an argumentative essay, which is, clearly, the whole investigation of the problem you speak about. Still, figuring out the very best topic for your essay isn't your only concern for a student. An argumentative essay requires you to choose a topic and have a position on it. One other important issue when picking a persuasive speech topic is to select a topic that may provoke your audience a little. Writing an argumentative essay about religion can be rather complicated, since it's quite important to decide on a suitable topic. Deciding upon the correct topic for a persuasive speech may be not such an easy issue to do as it might seem. Ever since your thesis needs to be arguable, there will be other viewpoints on the subject. It's possible to select an intriguing topic from any area of science. Consider the potential objections that individuals would have to your argument. When it has to do with writing an argumentative essay, the most essential point to do is to select a topic and an argument that you may really get behind. When you're picking your topic, remember that it's much simpler to write about something which you presently have interest ineven in case you don't know a good deal about it. The issue is that everybody's interpretation of what makes a great society differs. Finding the most suitable arguments will allow you to prove your point and win. It's possible to also restate the ideas you've discussed in the body paragraphs in order to make your point valid. It's best in the event you choose a topic in which you get a genuine interest in since you'll be doing tons of research on it and if it's something which you take pleasure in the procedure will be significantly easier and more enjoyable. The use of education is to prepare children for the contemporary world. As a student, you might be torn on what topic to choose from, but you need to pick from our site that has hundreds of excellent speech topics for students that you are able to pick from. If you feel you will need assistance with your written assignments it is preferable to ask for skilled help from online writing service. Another reason is to observe how well students argue on various views and demonstrate understanding of the studied subject. You should think about a task to loca te a theme not an issue but an opportunity and even a benefit. Sure, with this kind of a big selection of topics to select from, picking just one may be challenging. In any case, direct and indirect quotes are required to support your understanding of academic writing style. It's hard picking a topic for your speech since there are many alternatives so look at these factors when deciding. Informative speech topics supply you with the opportunity for sharing your knowledge on a particular issue with your listeners. It is built in to our lives as a way to communicate with others. Overall, you are going to want to be knowledgeable before delivering any speech. Needless to say, giving an excellent persuasive speech requires more than simply picking a fantastic topic. You might also compose a narrative essay to talk about your story about traditional or internet learning. When students are writing their argumentative essays that need to find, read and analyze plenty of materia l to do good. Understanding how to compose a strong argumentative paper will help you advance your very own argumentative thinking. Recent argumentative essay topics that are related to society is going to do. Argumentative writings is a particular sort of a paper. You may continue to keep your argumentative essays for your upcoming job portfolio in case they're highly graded. If you've got such a job, it is simple to look for particular subtopics which you might discuss in the paper. Since you may see, there's a plethora of different argumentative paper titles it's possible to utilize.

Discrimination Immigrants Employers

Sample details Pages: 8 Words: 2372 Downloads: 7 Date added: 2017/06/26 Category Statistics Essay Did you like this example? 1. Introduction According to Mathew Benders research republished by EECO, one in ten Americans is foreign born, and one in eight is Hispanic. Immigrants compose 12% of the work force, and almost 40% of new jobs are filled by immigrants. Don’t waste time! Our writers will create an original "Discrimination Immigrants Employers | Management Dissertations" essay for you Create order These are target groups for this research report paper who are believed to be facing discrimination from employers based on who they look like and where they come from. This paper is intended to provide a brief overview of the effectiveness of Title VII of the Civil Rights Act of 1964 on reducing and or eliminating discrimination based on national origin. The aims of title VII and facts on current situation will be presented to support the argument. Different types of discrimination by employers that targets national origin will be addressed. The objective is to assess what the performance of the US labor law looks like when it comes to implementing its purpose for which it stands for. Special emphasis will be given to Title VII and its role in enforcing to alleviate discrimination based on national origin. Definitions of discrimination and discrimination based on national origin will be presented. Besides, full version of Title VII and treatment of foreign workers in conjunction with protecting the nation against terrorist attacks will be covered. The role of EEOC that plays in charges alleging that individuals have been denied equal employment opportunities for reason that are grounded in national origin considerations will be explored. Various forms of discrimination aimed at country of birth or affiliation to some sort of ethnic group will be discussed. The effect of discrimination on employees productivity, the role of HRM in managing discriminatory actions in the work place and methodologies that need to be used by employers in hiring the right employee in accordance with labor laws laws from Department of Homeland Security will be given due consideration in this paper. Complaints of discrimination based on national origin and the effort made by the EEOC to resolve the issue, lawsuits and their final fate, the cost of litigation by employers will be highlighted. There will be several types of sources used during the course of this discussion. Most of these sources will be policies and procedures of EEOC, peer review journals, essays and articles written by news reporters various sources searched on the web. Finally, conclusion and remedial solutions will be discussed at the end of the paper. 2. Brief Overview of Title VII and Discrimination Based On National Origin According to EECO definition, national origin discrimination means treating someone less favorably because that individual (or his or her ancestors) is from a certain place or belongs to a particular national origin group. The Equal Employment Commission of the US expands this definition and included the following forms of discrimination to the original definition. Ethnic groups: Discriminating an employee because he or she belongs to a certain ethnic group, as for instance if he or she is an Arab or a Gypsy. Physical, linguistic or cultural traits: A form of discrimination against an employee whose physical, linguistic or cultural traits are closely associated with a national origin group. For example discriminating an employee because he or she wears a headdress or turban where there is no mandated dressing code or uniform. Perception: Discriminating an individual because of his or her perceived membership to an ethnic group or national origin group even if she or he is not actually a member. For example who resembles an Arab in speech, mannerism or appearance even he or she is not of an Arab ethnicity. Race and religion: A person may face discrimination for mere reason of following a religion. . He/she may be discriminated against because of her looks and acts. Mostly religion and race are factors for discriminations based on national origin. The Civil Rights Act 1964 Title VII gives protection to citizens from any racial and religious as well as national origin discrimination. According to EEOC report, time and time again, charges show that employers are discriminating employees based on what they worship, who they look like and what decent they are from. 3. Facts About National Origin and Discrimination Title VII is among federal laws that prohibit discrimination against individuals because of their race, color, national origin, or sex. To provide an in-depth look to title VII, it would be advisable to dictate the scope of title VII protection and its exceptions. Title VII of the Civil Rights Act of 1996, as amended, protects individuals against employment on the basis of race, color, religion, sex or national origin. Title VII principles of disparate treatment and adverse impact equally apply to national origin discrimination. The National security Exception: it is not unlawful employment practice to deny employment opportunities to any individual who does not fulfill the national security requirement stated on section 703(g) of title VII The Bona fide occupational qualification exception: The exception stated on 703(e) of title VII, that national origin may be a bona fide occupational qualification, shall be strictly construed. According to the statistical data compiled by the office of research, Information and planning from 1997 to 2007, total number of charges filed under Title VII alleging national origin-based discrimination is rapidly growing. According to EEOC report, it has received 9,936 charges of national origin discrimination, in 2007. This data shows an increase of 13% 40% compared with that of 2006 and 1997, respectively. In the Fiscal year 2007, the Equal Employment Opportunity Commission has effectively filed and resolved 7,773 national origin discrimination charges using various legal resolutions. Accordingly, employers have incurred total settlement cost of $22.8 million in the year 2007. This sum doesnt include monetary benefits obtained through litigation and given to victims. The figure has a 151% 7.5% increment compared with the years 1996 and 2006 respectively. This indicates the effectiveness of Title VII on enforcing its aims for which it stands for. 4. Major Areas of National Origin and Discriminations National origin discrimination covers wide areas of employeement decisions. According to EEOC report, discrimination based on national origin has been filed regarding recruitments, hiring, promotions, transfers, wages and benefits, work assignments, leave, layoffs and /or terminations, discipline, training and apprenticeship programs. The author of this paper has a chance to observe recruitment process in government job that have been advertised through www.usajobs.com. Even though each job has its own specifications, all have on thing in common, a question of biographic data. This question asks what race or group an applicant belongs to. According to this observation, the question of national origin is implied with in that questioner. That is the place where discrimination on recruitment starts. Once a candidate fills up the application identifying who he/she is, the probability of being called for interview is in question if the name or group on the application doesnt sounds familiar. The same is believed to be true in other areas of employeement decisions. The objective of Title VII is to outlaw employers from engaging in unreasonable employment decisions that discriminate on the basis of national origin. However, in situations of the authors experience mentioned above, it is hard for this law to be enforced because applicants do not know employers discriminatory selection procedures. Employers have been blamed for using various discriminatory rules that violate Title VII of the Civil Rights Act of 1964. Among the many types, the following are key areas of discrimination based on national origin: i) Language Fluency: It was not long when the US senate approved the bill designating English as our countrys national language. This bill believed to have far reaching implications for the laws governing discrimination in the workplace. In 1990, 32 million people in the U.S, or about six percent of the population five and older, spoke a language other than English at home. By 2000, the figure increased to 47 million people. Based on this trend, one can estimate how huge the current figure might be. As this trend has continued, and as the workforce has absorbed increasing number of individuals who cannot speak English or for whom English is a second language, the EEOC has addressed a rising number of complaints alleging national origin discrimination. Major issues that were mentioned in the charges are English-only rule, language proficiency and accent related discriminations. When employers mandate fluency or accent related requirements in the hiring and selection process including job descriptions, job titles, worker specifications, application for employeement forms, pre-employment forms, test administration and validity, interview procedures, referral procedures, final selection processes, or other similar factor s, they are discriminating based on national origin based on language and violating Title VII at the same time. For example if two candidates have possess the same level of English proficiency, but the employer favors the candidate with a British accent over the candidate with a Russian accent, the employer may be charged with unlawful national origin discrimination. Of course, an employer who shows a bias against accents associated with all national origin may also be charged with unlawful discrimination. ii.) Citizenship Requirements: Two US laws make citizenship and/or permanent residency requirement illegal. These laws, Title VII, Civil Rights Act of 1964 and Executive order 11246, have direct or indirect involvement in protecting discrimination based on national origin. Besides, Immigration Reform and Control Act of 1986 prevent employers with four or more employees from discriminating because of citizenship status against U.S. citizens. IRCA is designed to complement Title VII. Its purpose is it to cover areas that are not covered by Title VII. It also forbids national origin discrimination by employers with between four to fourteen employees. The Office of Special Counsel for Immigration-Related Unfair Employeement practices Civil Rights Division, at the Department of Justice puts IRCAs nondiscrimination requirements into effect. In some cases, employers may justify recruitment and other selection decisions based on security requirements. Title VII allows refusal to hire, or termination, where an individual does not meet job requirements that are forced in the interest of national security under any security program iii) Workplace Harassment: Studies indicate that throughout America, harassment on work environment based on national origin is a fact of life for many immigrant employees. A recent study at the University of Michigan found that 46.8% of foreign born employees have complained about being harassed based on their national origin. The number of such charges filed to EEOC has dramatically increased year after year. Title VII prohibits offensive conduct, such as ethnic slurs, that create a hostile work environment based on national origin. Employers have a responsibility to maintain a workplace free of national origin harassment. Employers may be responsible for any on-the-job harassment by their agents and supervisory employees, regardless of whether the acts were authorized or specifically forbidden by the employer. Under certain circumstance, an employer may be responsible for the acts of non-employees who harass their employee at work. 5. Challenges of Human Resource Management On Accomodating Labour Laws and Productivity The number of immigrants in the US labor force reached a historic high of 22 million, or 14.5 percent of the total labor force, in 2005. If the number of immigrant workers in the United States continues along its current trajectory, immigrants may make up between one- third and one-half of the growth of the US labor force by 2030. Immigrant workers have played an important role in the growth of the US labor force in recent history and will continue to play an important role in the future. On the contrary, immigrants are the ones who face discrimination based how they look and/or sound. This drags down employee productivity and creates a burden on human resources management while a company manager is spending his/her productive time in reconciling and resolving such problems. As the number of immigrant employees increases in an organization, it is sometimes inevitable to face large number of national discrimination complains and may bring huge settlement costs 7. Conclusion Human resource leaders must truly value and understand the challenges and opportunities inherent in diversity. Organizations must have a culture that supports and nourishes performance through diversity. As work place harassment caused by national origin discrimination increases, the cost of managing human capital increases and productivity decreases. Moreover, the reputation and moral of organizations that are involved in frequent allegations will be affected negatively. In order to avoid such problems, employers should be cautious in designing their job in way that can accommodate diversity. They can make affirmative specifications on their job descriptions, selection guidelines, promotions standards, transfer and pay issues etc. Equal Opportunity Employment Laws should be displayed in supervisors board and should be accessible for employees view. 8. References Debra S. Katz and Andric J. Ms. Workplace Harassment Now, Magazine, October 2006. Julie Anthey, HR Executive Special Report- Recognizing and Responding to workplace discrimination 2008 B. Lindsay Lowell, Gulia Gelatt and Jean Batalova Immigrant and labor force trends: The past, present and future Migration Policy Institute, Insight No. 13, 2006 U.S. Equal Employment Opportunity Commission Guideline, 2000 Employment and discrimination, U.S. Department of Justice https://www.eeoc.gov/policy/docs/national-origin.html https://www.kollman-saucier.com/articles/article40.html https://hr.blr.com/samples/National_Origin_Discrimination-CO.htm APENEDEX The U.S. Equal Employment Opportunity Commission National Origin-Based Charges FY 1997 FY 2007 The following chart represents the total number of charge receipts filed and resolved under Title VII alleging national origin-based discrimination. The data are compiled by the Office of Research, Information and Planning from data compiled from EEOCs Charge Data System and, from FY 2004 forward, EEOCs Integrated Mission System. FY 1997 FY 1998 FY 1999 FY 2000 FY 2001 FY 2002 FY 2003 FY 2004 FY 2005 FY 2006 FY 2007 Receipts 6,712 6,778 7,108 7,792 8,025 9,046 8,450 8,361 8,035 8,327 9,396 Resolutions 8,795 8,482 8,750 8,691 8,899 9,952 9,172 8,943 8,319 8,181 7,773 Resolutions By Type Settlements 291 307 458 630 668 817 839 815 803 778 848 3.3% 3.6% 5.2% 7.2% 7.5% 8.2% 9.1% 9.1% 9.7% 9.5% 10.9% Withdrawals w/Benefits 222 262 280 276 341 350 333 362 423 376 354 2.5% 3.1% 3.2% 3.2% 3.8% 3.5% 3.6% 4.0% 5.1% 4.6% 4.6% Administrative Closures 2,258 2,211 2,087 1,538 1,448 1,561 1,353 1,365 1,240 1,157 1,227 25.7% 26.1% 23.9% 17.7% 16.3% 15.7% 14.8% 15.3% 14.9% 14.1% 15.8% No Reasonable Cause 5,710 5,439 5,486 5,502 5,461 6,290 6,117 5,951 5,316 5,358 4,939 64.9% 64.1% 62.7% 63.3% 61.4% 63.2% 66.7% 66.5% 63.9% 65.5% 63.5% Reasonable Cause 314 263 439 745 981 934 530 450 537 512 405 3.6% 3.1% 5.0% 8.6% 11.0% 9.4% 5.8% 5.0% 6.5% 6.3% 5.2% Successful Conciliations 79 60 98 159 229 168 112 145 122 106 126 0.9% 0.7% 1.1% 1.8% 2.6% 1.7% 1.2% 1.6% 1.5% 1.3% 1.6% Unsuccessful Conciliations 235 203 341 586 752 766 418 305 415 406 279 2.7% 2.4% 3.9% 6.7% 8.5% 7.7% 4.6% 3.4% 5.0% 5.0% 3.6% Merit Resolutions 827 832 1,177 1,651 1,990 2,101 1,702 1,627 1,763 1,666 1,607 9.4% 9.8% 13.5% 19.0% 22.4% 21.1% 18.6% 18.2% 21.2% 20.4% 20.7% Monetary Benefits (Millions)* $9.1 $11.2 $19.7 $15.7 $48.1 $21.0 $21.3 $22.3 $19.4 $21.2 $22.8 * Does not include monetary benefits obtained through litigation. The total of individual percentages may not always sum to 100% due to rounding. EEOC total workload includes charges carried over from previous fiscal years, new charge receipts and charges transferred to EEOC from Fair Employment Practice Agencies (FEPAs). Resolution of charges each year may therefore exceed receipts for that year because workload being resolved is drawn from a combination of pending, new receipts and FEPA transfer charges rather than from new charges only.